Evaluated methods for selecting respondents who would respond accurately to items on a job-analysis questionnaire. One method involved obtaining from employees measures that assessed background, performance, and organizational information. A second method involved collecting job-analysis data from all potential job-analysis respondents and…

Outlines issues pertaining to possible sex bias in job evaluation procedures and reviews relevant research. Gives attention to possible sex bias in job analysis procedures, choice and weighting of factors, and reliability and validity issues. Discusses future research needs, particularly reliability and validity aspects of job evaluation…

Showed that reliabilities in the .50 range can be obtained when raters rule out only 15-20% of the items on the Position Analysis Questionnaire as "Does Not Apply" and respond randomly to the remainder. (Author/ABB)

The authors stress the role of the multidisciplinary team in vocational rehabilitation, particularly the industrial engineer, in performing job analysis and workplace design to accommodate disabled persons in industry. Steps to effective job adaptation are charted, and methods of job analysis are discussed. (Author/MC)

Questions the observed correlation between job experts and naive raters using the Position Analysis Questionnaire (PAQ); and conducts a replication of the Smith and Hakel study (1979) with college students (N=39). Concluded that PAQ ratings from job experts and college students are not equivalent and therefore are not interchangeable. (LLL)

Job task analyses provide a link between job performance and examination content. This paper describes a methodology that uses Item Response Theory to place job task analysis data on an equal interval scale that allows for quantitative comparisons between tasks and provides a method for quantifying a test blueprint. An actual analysis was…

A rationale is presented for adequately defining and explaining to screened job applicants the tasks he will face, personal content of jobs and the personal relationships expected. The benefits to organizations and individuals from mutually spelling out expectations and matching individual with job are detailed. (BB)

Judgement Analysis was the instrument used to assess firemen's attitudes toward leadership roles; five tables of statistical data were presented (BB)

An attempt to analyze job functions an instructional technologist performs in order to develop training programs. (AK)

Reports the Research and Evaluation Department meeting at the 1971 annual meeting of the American Vocational Association. (MU)

Discusses the activities of the Media Guidelines Project, which include: mapping the media domain; conducting a task analysis of current media-related jobs and clustering them by tape and function." (Author/LS)

The assistant and associate directors of the Jobs in Instructional Media Study tell of the procedures they used to analyze jobs and of the implications of the results of their study for the training of media personnel. (LS)

Various recent attempts have been made in industry to provide the worker with a more challenging work content and thus provide job enrichment and satisfaction. In this article, the author sets out the many factors involved and suggests that the training manager has a vital role to play in overcoming this industrial malaise. (Author/EB)

This approach to task analysis includes descriptions of (1) inputs, outputs, and jobs; (2) flow of materials and decisions between jobs; (3) inputs, major tasks, and outputs of each job; (4) sequence of steps for major tasks; (5) heuristics/algorithms for each sequence step; and (6) information needed to use heuristics algorithms. (EAO)